Industry Background:
Campus recruitment software helps in simplifies the job of campus recruiters, streamlining tasks including relationship management, event planning, and others. There are various types of software available in the market including candidate sourcing software, candidate management software, candidate advancement software. This software benefits include building an early talent pipeline, advancing candidates quickly, and others.This growth is primarily driven by With the Increase in Concern Towards Sexual Harassment Cases in the Recruiting Industry. Along with the Technology Development, this Industry is Booming in Rapid Manner
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Attributes | Details |
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Study Period | 2018-2028 |
Base Year | 2022 |
Forecast Period | 2023-2028 |
Volume Unit | N |
Value Unit | USD (Million) |
Customization Scope | Avail customization with purchase of this report. Add or modify country, region & or narrow down segments in the final scope subject to feasibility |
The Systems Software sector in the
region has been increasing at a sustainable rate and further growth is expected to be witnessed over the forecast period, owing to the robust investments and expansion in production facilities in the region. Major Players, such as Microsoft (United States), First Advantage (United States), IBM (United States), Sterling Talent Solutions (United States), Ultimate Solutions (United States), SAP (Germany), Bulhorn (United States), HireRight (United States), Workday (United States) and Acendre (United States), etc have either set up their manufacturing facilities or are planning to start new provision in the dominated region in the upcoming years.
Key Developments in the Market:
In February 2020, PageUp, a global talent management software provider, has announced a partnership with Sterling Talent Solutions. This collaboration is expected to streamline the recruitment process for employers, improve the candidate experience, and ensure compliance while reducing risk.
In Jun 2020, Varsity Spirit announced the partnership with CaptainU to take benefits of self-managed recruiting software that connect high school athletes and college coaches. Through this, the company is enhanced its recruiting exercises.The market is fragmented by key players and continuously focusing on production technologies, that improves the efficiency and service life. There are numerous growth opportunities in this market, with the rising number of recruitment events. These opportunities are captured by tracking the ongoing process improvement and financial flexibility by funding to business growth strategies.
Influencing Trend:
Development in robotic process automation, artificial intelligence and machine learning cater the challenges for HR executives in the process of hiring and firing decisions that may include unintended biases when screening and selecting job applicants
Market Growth Drivers:
With the Increase in Concern Towards Sexual Harassment Cases in the Recruiting Industry. Along with the Technology Development, this Industry is Booming in Rapid Manner and Development in Corporate Industry
Challenges:
High Cost Associated with Campus Recruiting Software
Restraints:
Slowdown in Economy
Opportunities:
Digital Transformation in Campus Recruiting Software and Increase in Restructuring of HR Processes Accepted to Enhance in Coming Years
AMA Research follows a focused and realistic research framework that provides the ability to study the crucial market dynamics in several regions across the world. Moreover, an in-depth assessment is mainly conducted by our analysts on geographical regions to provide clients and businesses the opportunity to dominate in niche markets and expand in emerging markets across the globe. This market research study also showcases the spontaneously changing Players landscape impacting the market's growth. Furthermore, our market researchers extensively analyze the products and services offered by multiple players competing to increase their market share and presence.
Data Sources of Campus Recruiting Software Market Study
Primary Collection: InMail, LinkedIn Groups, Survey Monkey, Google, and Other professional Forums are some of the mediums utilized to gather primary data through key industry participants and appointees, subject-matter experts, C-level executives of Campus Recruiting Software Industry, among others including independent industry consultants, experts, to obtain and verify critical qualitative commentary and opinion and quantitative statistics, to assess future market prospects.
The primary interviews and data collected as per the below protocols: By Designation: C-Level, D-Level, Others
By Company Type: Tier 1, Tier 2, Tier 3
Secondary Data Sources such as Annual reports, Press releases, Analyst meetings, Conference calls, Investor presentations, Management statements, and SEC filings of Campus Recruiting Software players along with Regulatory Sites, Association, World bank, etc were used as sources secondary set of data.
Customization in the Report
AMA Research features not only specific market forecasts but also includes significant value-added commentary on:
- Market Trends
- Technological Trends and Innovations
- Market Maturity Indicators
- Growth Drivers and Constraints
- New Entrants into the Market & Entry/Exit Barriers
- To Seize Powerful Market Opportunities
- Identify Key Business Segments, Market Proposition & Gap Analysis
Against this Challenging Backdrop, Campus Recruiting Software Study Sheds Light on
The Campus Recruiting Software Market status quo and key characteristics. To end this, Analysts at AMA organize and took surveys of the Campus Recruiting Software industry Players. The resultant snapshot serves as a basis for understanding why and how the industry can be expected to change.
Where Campus Recruiting Software industry is heading and what are the top priorities. Insights are drawn from financial analysis, surveys, and interviews with key executives and industry experts.
How every company in this diverse set of Players can best navigate the emerging competition landscape and follow a strategy that helps them position to hold the value they currently claim or capture the new addressable opportunity.